At Go1, we take pride in providing our users with the best possible learning experience, and we’re always looking for new ways to improve. We started our Experience Research Program last year to gather feedback directly from our customers and partners, and that feedback is already helping us enhance our product.  

We’re so grateful to everyone who has participated in the research program so far. If you haven’t participated yet, we would love for you to do so! Past participants have shared valuable insights that have helped us better understand their experiences, and we’ll be sharing more results from those studies soon. 

As we enter the next phase of the research program, we would now like to invite your learners to join! As regular Go1 users, learners can provide us with a new perspective on what’s working and what isn’t so we can continue to create a better experience for everyone.  

You can sign up now to help us improve your Go1 experience! Share this link with your learners to invite them to join our research program, or, copy and paste the following CTA into an email for your learners: 

We would like to invite you to join the Go1 Research program. Go1 is our organisational learning provider. Joining the research program involves Go1 researchers reaching out to you via email to participate in a maximum of one study every three months. They'll invite you to participate in studies they're running, and you can choose which studies you are most interested in participating in. Some of the studies include a small token of thanks in the form of an e-voucher. 

Follow this link to join the Go1 Experience Research Program 


You'll receive a short email inviting you to participate in studies (a maximum of one study every three months, you can choose which studies you join) 

Join the session via Zoom (video conferencing tool) at the date and time you have chosen 

You'll meet with 3-5 Go1 teammates who will ask you some interview questions or run activities with you to help us understand aspects of your experiences working with Go1.    

Please add research@userinterviews.com to your contact list to ensure you receive emails inviting you to participate in any of the studies we are running.  

Want to learn more about our research program? 

We’ll be hosting a webinar to share more about our research program, why we need to learn more from you and your learners, and what’s involved. We will also talk about what we’ll be sharing back with you all and how we’ll share insights with you. 

Learn more about our research program and what’s in it for you and your learners at our webinar on Friday, July 14 from 10:00–11:00 AEST. 

What is the Go1 Experience Research Program? 

What do L&D managers need to develop engaging courses for their learners? How do learners engage with learning at work and what can we do to support their engagement? What are the most significant moments of delight and challenge in an L&D leader’s role? How can we ensure navigating learning content is intuitive and efficient?  

Go1 UX researchers, product managers, and product designers want to answer all these questions and more. We love learning, and we want to learn from you and your learners to improve your Go1 experience. 

Invitations to research studies, paid and unpaid. 

Help us improve the Go1 user experience. 

Experience new features and offerings first! 


We’ll share the topic we’re studying with you before the interview. During the interview, you’ll talk to a small group of Go1 team members. We’ll cover questions related to your experience with Go1 offerings and the challenges you face in your role. 
 
Concept testing 


During a concept test, we’ll share different design images and concepts and ask you questions that relate to how you might use, navigate, and make sense of these. This can include activities like card sorting to understand how you think through different tasks and themes. 
 
Usability testing 


Usability testing involves asking you to complete several short tasks using Go1 products or prototypes. We’ll ask you to think aloud so that we understand what you are thinking and feeling while completing the job. We’ll always remind you before the session that we are testing the design, not you. 
 
Surveys 


We regularly send out surveys that help us measure and learn more about your experience with Go1 products and services. We use the results of these surveys to make design and product decisions. 
 
What does the Experience Research Program involve? 

1. We’ll send an email inviting you to participate in research studies relevant to your role.  

2. You can choose a time slot that works best for you. (Note: We do offer time slots outside of regular working hours.)  

3. You will join the research session via Zoom at the date and time you have selected.  

4. Sessions will run for 45–60 minutes.  

5. You will meet with some of the Go1 team who will ask you questions about your experience as an L&D manager or learner. 

6. For eligible studies, you will receive a gift voucher worth $25–$50 USD within a week of completing the study.  

What if I want to know more about the research findings? 

We'll send updates on what we’ve learned from the studies and how we'll be applying these findings to create a better experience for you and your learners. We’ll regularly report results from these studies via blog posts like this. 

 Do I have to be 18 or older to participate? 

Yes, you must be 18 or older to participate in our research sessions. 

How will you protect my personally identifiable data? 

We take privacy seriously and comply with our Privacy Policy. For research studies, we de-identify the data we collect from you and only use your data for our internal business purposes. 

How do I unsubscribe from the Go1 Experience Research Program? 
You can unsubscribe via User Interviews, our research recruitment tool. 

Sign up to help us improve your Go1 experience! Share this link with your learners to invite them to join our research program. 

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News from the Go1 Experience Research Program 

At Go1, we take pride in providing our users with the best possible learning experience, and we’re always looking for new ways to improve. So, as we enter the next phase of our research program, we would like to invite your learners to join!

In today’s world of work, there’s a stronger emphasis on growth and development than ever before. Employees are no longer simply settling for good benefits and a fair salary — workers are now seeking jobs that will help them learn new skills and move forward in their careers. 

However, research by Josh Bersin tells us that while the most impactful L&D practice is to deliver wide-ranging career growth options, only 17% of organizations are actually creating these opportunities for their employees. 

Part of every L&D team’s purpose is to make learning and development easy and approachable for employees — and even though career development certainly takes time and effort, employees shouldn’t be struggling just to understand how or where to get started. 

So, how can your team help build strong career pathways for employees? We've compiled our suggestions below. 

Create and define career pathways for every role

If employees are going to move forward at work, they need to know where they’re headed. Employees are often left in the dark trying to come up with ways to achieve vague promotions that may or may not come with a title change, role change, or pay raise — and may or may not even exist in the first place. 

Creating and defining clear career pathways for employees shows them exactly what to reach for if they’re working toward a promotion in their current role, and it also tells them what roles exist if they’re exploring a lateral move to a new department. 

While every organization will choose to communicate information about these pathways differently, a few factors you may want to consider include:  

Defining different levels within each role 

Creating job descriptions for each role and level 

Sharing compensation ranges for each level 

As an example, here’s what the different levels within a product marketing individual contributor role might look like: 

Whatever additional information you choose to provide about each level is up to your team’s discretion. Once an employee has a clear idea of what role they are working toward, they can begin collaborating with their manager to determine what steps they’ll need to take to attain a new role. 

Train managers to discuss and support career paths

Managers are an incredibly important part of every team – and they may have more influence than they realize. According to CliftonStrengths, 70% of the variance in a given team’s engagement is determined by their manager. 

Managers play a much bigger role than simply organizing their team and keeping them on track. For many employees, their manager acts as their primary source of truth at work, their go-to for advice, and the most influential person they work with. So, if an employee wants to grow but isn’t sure how, having a manager who has the skills and tools necessary to support them will be vital to their career development journey.  

Managers should be familiar with the career pathways available for their team so they can direct their reports to those pathways and answer questions about various roles and levels. They should also be trained to help employees determine the steps they might take to achieve their career goals. 

Offering leadership development training for managers can help them have more productive conversations with team members, learn how to identify each team member’s strengths, and identify areas of opportunity accordingly. 

A culture of growth is essential to an employee’s willingness and motivation to explore new career paths within the organization. Whether upskilling or reskilling, employees should feel empowered to make changes in their careers. 

It’s important that employees who are considering moving into another area of the company can speak openly about this with their manager. They shouldn’t feel ostracized or looked down upon for leaving their team but should instead be given the freedom and support necessary for them to reskill. 

L&D teams can help promote a culture of growth and opportunity by creating job shadowing, mentorship, or coaching programs. Job shadowing allows employees to get a glimpse into a new role, enabling them to decide whether it might be a good fit. Mentorship and coaching programs can pair employees with mentors or coaches from another area of the company who can help them grow into a new role. 

To move through a career pathway, employees will need to continue learning new skills. Skills requirements are constantly changing with the rise of AI and other advances in technology. A 2021 Gartner HR Research poll found that 58% of the workforce will need to learn new skills to succeed in their roles. To keep up with our quickly developing world, employees must be provided with learning content. 

Providing the right content for the right learners can be tricky, so be sure to focus on content that is diverse, personalized, and accessible. Learners should be able to find content that applies to their role, provided in the learning style that works best for them, and they should be able to access this content in whatever way is most convenient. Learning content can strengthen your career pathways by enabling employees to receive the training they need to grow. 

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs. 

How can your team help build strong career pathways for employees? We've compiled our suggestions below. 

How L&D teams can help build strong career pathways

During WorkRamp’s recent LEARN Europe event, hosted by its CEO Ted Blosser, Go1 CEO and Co-Founder Andrew Barnes delivered the closing keynote, addressing how Go1 helps companies thrive in an interconnected world. Below, we've recapped the highlights of this keynote address.

Andrew began by explaining Go1’s history, describing Go1 as "global in nature” and an organisation “that thrives by partnering with companies and helping people learn new skills worldwide.” 

The two panel members then discussed Go1’s recent acquisition of Blinkist. 

Andrew explained that both companies have a very similar model, partnering with book authors and publishers to bring insights to life and distil knowledge quickly. He mentioned that he and Blinkist “have had a great relationship for years and it became obvious very quickly they had a shared mission. It only made sense to combine their efforts to be able to bring something exciting to their collective customers.”

Andrew also teased that the most exciting part “is yet to come.” The acquisition organically emerged through an existing relationship, and they can’t wait to find “a common view on how to operate together going forward. Building the business together and providing value to customers.” 

Ted went on to ask for Andrew’s take on skills in the past, present, and future. 

Andrew explained that he and Ted had met in 2016, and back then “the entire skills, e-learning and LMS models were broken.” But it meant there was an “opportunity”. After founding Go1, it became clear that “the model for learning had not changed for decades.” Having spoken to businesses across all industries, Andrew understood that trying to train so many individual roles “only increased in complexity as knowledge became more and more specialised.” It was an enormous challenge that posed questions such as “how do you help a team learn new skills when there are so many skills to cover? Can a platform make it easier to discover content? How would we make it easy to access and how do we help people find the correct content for them?”

Andrew saw small businesses struggling to equip their staff with the correct training, while slightly bigger enterprises were forced to procure training and content from over 40 vendors to meet requirements for the whole organisation. He added that “gaining new content and material is a constant evolution and the process needs to be less labour intensive.”

Ted then asked about the skills market today. Andrew explained that “one of the biggest things we’re seeing is the need to make skills simple to access. Go1 is dedicated to making learning seamless, even if you’re in the car and learning through CarPlay.”

“Not only that, but there is a growing need for a coverage of topics for specialisations. It is important that Go1 focuses on facilitating access in locations around the world as well as in different languages but also ensuring that the content offering aligns with the strategic development of a business.”

“If a customer is focusing on particular management programs, it might be that content from Harvard Management is best applicable and therefore it becomes a case of supplying them with training that matches their vision of management and one that shares the same values.”

Following this, Ted asked how Andrew saw the market evolving around skills in the short and medium-term future. Andrew emphasised that “the specialisation of knowledge will continue to accelerate but the idea of not needing to reskill is something of the past.” He added that “it is impossible to know what roles there will be in the future and what different formats of skills will be needed.”

“Having said that, learning skills in a more immersive sense is something to keep an eye on. Virtual or augmented reality training could be a way to expose learners to different ways of learning.”

“Tell us about how it's been building a global company that is all aligned and growing in the same direction?” Ted asked. 

“Very challenging,” said Andrew. “Go1 is made up of over 1,000 employees across 30 different countries and therefore that challenge comes with a level of complexity. When the business started, it was straightforward. Being in one office means that it happens organically, but as the company expanded over various time zones and languages, the direction needed to be more intentional. It’s about being repetitive and consistent and explicit communication especially becomes really important.”

Andrew’s final comments were that “Go1 is constantly looking internally and asking how do we unlock learning opportunities for our staff? And how do we create a daily or weekly learning habit?” Additionally, he is “excited to continue partnering with businesses to help cover a broader set of opportunities, and practising this internally to be able to figure out how best to implement learning to others across the globe.”

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

During WorkRamp’s recent LEARN Europe event Go1 CEO and Co-Founder Andrew Barnes delivered the closing keynote, addressing how Go1 helps companies thrive in an interconnected world. We've recapped the highlights of this speech.

Building skills for your global workforce

During WorkRamp’s recent LEARN Europe event Go1 CEO and Co-Founder Andrew Barnes delivered the closing keynote, addressing how Go1 helps companies thrive in an interconnected world. We've recapped the highlights of this speech. 

This month, discover high-quality K-12 teacher professional development through a range of new courses. Implement effective teaching strategies with concise learning covering topics like IEP goals, Bloom’s Taxonomy and problem-solving methods. Explore Dr Karina Barley’s expertise in autism education and learn about the Schoolwide Positive Behaviour Framework with Louise O’Kelly’s insightful webinar. 

Which awesome content partners have we added to the platform?

Model Teaching provides a multitude of high-quality professional development opportunities to all K-12 teachers and educators.  With a focus on the actionable implementation of concepts and ready-to-go resources, Model Teaching's courses provide educators with everything they need to immediately implement new effective teaching strategies in their classrooms. Perfect for independent, group learning, or PLC support, these concise, in-depth lessons focus on a narrow topic that provides a holistic presentation of critical concepts you can learn and be ready to implement in one hour or less. From Designing Individualized Education Plan (IEP) Goals and A Guide to Bloom’s Taxonomy to Teaching Methods for Solving Word Problems in Mathematics, Model Teaching has created high-quality courses for all teachers. 

Dr Karina Barley is an internationally recognised expert in autism education. With 30 years of experience and a passion for inclusive practices, she founded Project Autism and has developed differentiated programs using iPad technology to meet the specific needs of children with autism. Dr Barley has written a variety of courses that benefit from her extensive knowledge of disability in education, inclusion, positive behaviour support, and technology. When embarking on the Project Autism courses, you will explore strategies for differentiation, ensuring all learners in your classroom thrive.

Louise O’Kelly has released a brand-new webinar exploring the Schoolwide Positive Behaviour framework. With extensive experience across Tasmania, Victoria, Queensland, and the Northern Territory, Louise has played a pivotal role in fostering positive learning environments. Drawing from her background in Special Education and a decade as the Positive Behaviour Consultant for the Department of Education in Tasmania, Louise brings valuable insights about teaching positive behaviours to K-12 learners. In this webinar, Louise shares the foundational ideas and practices of the framework, inspired by the experiences of Australian teachers and principals.  

Which great content partners are coming soon to EC Premium?

Fizzics Education is a leading provider of interactive science workshops, shows, and resources for educators. With a mission to make science engaging, fun, and accessible, Fizzics Education aims to inspire a love for STEM (Science, Technology, Engineering and Mathematics) subjects among K-12 learners. Delve into physics, chemistry, biology, and environmental science through captivating multimedia content, virtual experiments, and interactive activities, and foster a deeper understanding of scientific principles within your classroom.

Imperial First Aid is committed to community service and advancing healthcare education. They will unveil specialised courses for K-12 teachers, created by skilled paramedics with real-life experience. Gain invaluable skills that can make a lifesaving difference on the playground and positively impact the well-being of your students and their families. Soon, you can join Imperial First Aid’s mission to improve healthcare education and contribute to a safer future.

Lael Stone will release three webinars on Anger and Boundaries, Big Feelings and Cooperation, and Connected and Compassionate Classrooms. She is a dedicated advocate for understanding children, processing childhood trauma, and fostering education systems that prioritise emotional awareness. With a fundamental belief in connection and compassion, Lael’s passion lies in supporting parents, empowering individuals to explore their inner selves, and inspiring all humans to live fulfilling lives aligned with their desires. 

Check out a short preview of the courses by Maths Pathway. With a student-centred approach, these online courses empower teachers to personalise instruction and meet the needs of every learner. Through data-driven insights and adaptive learning, educators will gain the tools to create engaging mathematical classroom experiences. Maths Pathway fosters deep conceptual understanding, problem-solving skills, and a growth mindset in students. By leveraging these courses, teachers can transform their classrooms, inspiring mathematical fluency and confidence in K-12 students.

Maths Pathway AD

Our Featured Playlists are included in all schools’ Learning Hubs and are a great way to see a variety of high-quality content from different providers, all with just one click!

Welcome to the captivating realm of cognitive learning strategies, where the fusion of scientific insights and evidence-informed practices sets ablaze a passion for profound learning in both educators and students. Prepare to embark on a transformative journey that unveils the boundless potential of the human mind. Uncover the latest avant-garde techniques and methodologies meticulously curated to amplify higher-order thinking, critical analysis, problem-solving, and unparalleled information retention. This thought-provoking compilation empowers educators to nurture agile minds and instil a lifelong love of learning. Embrace the profound significance of cognitive learning strategies as they unlock the gateway to immersive and enriched educational experiences.
 

Valerie is our technology expert and self-professed ‘uber nerd’, so if you need something done for you in EC Premium she is almost certainly able to help you out!
Valerie is a former senior Maths/Physics teacher at Seymour College, where she led school-wide professional learning programs with a focus on digital technologies for school staff. She is a Microsoft Innovative Education Expert trainer, a trained astrophysicist and has a master’s degree in education.

Fun fact about Valerie: She adores learning about fun new things and sharing with others. Some recent examples include medieval weaponry, Japanese woodworking and tabletop role-playing game systems.

Nestled in the Adelaide Hills, Hills Christian Community School is dedicated to nurturing student creativity, innovation, and collaboration.

As proud users of EC premium, their teachers have embraced a world of professional learning opportunities. From Maths Pathway to Learning Intentions and Success Criteria by Dylan Wiliam, HILLS teachers have expanded their skills and knowledge.

Valerie is the dedicated Education Support Manager (ESM) for Hills Christian Community School. Excitingly, in Term 3, she will deliver a dynamic PD session using EC Premium, supported by the Hills’ middle leaders.

Hills Christian Community School is leading the way in transformative teaching, inspiring its staff to unlock their full potential. Join their journey and empower your own school community with EC Premium.

This month, we'll help you implement effective teaching strategies with concise learning covering topics like IEP goals, Bloom’s Taxonomy and problem-solving methods.

The EC Premium Content Insider – May 2023 edition

As we head into Pride month, we have a great playlist for you all about inclusion in the workplace – 'Recognize the Rainbow: LGBTQIA+ Awareness', which you can find on our 12 Months of Learning calendar. This playlist offers some great suggestions on courses to help educate your employees on how to welcome everyone into the team. 

What content partners should you check out this month?

Topic coverage: DEI, business skills, leadership, communication, anti-harassment, food safety, wellbeing, healthcare, sales, finance...and just about everything in between!

2,500+ courses in Premium ranging from 1 to 20 minutes in duration.

Top courses: LGBTQ in the Workplace: Understanding Pronouns, Emotional Intelligence: Developing Self-Awareness, Interpersonal Communication, Building Confidence, The Growth Mindset.

Excellent microlearning content! Most courses follow a similar structure: video + short quiz + downloadable resource.

Topic coverage: Leadership, Personal Development, Diversity & Inclusion, Health & Wellbeing, Technology Skills.

150+ courses in Premium ranging from 8 to 18 minutes in duration.

Top courses: Promote the Inclusion of the Neurodivergent, Inclusion: Why it matters, LGBTQI+: Inclusion in the Workplace, Disability in the Workplace: Best Practices, Big Data: What You Need to Know.

Topic coverage: Human Resource Management, Diversity & Inclusion, Mental Health & Wellbeing, HR Compliance, Harassment & Bullying.

5+ courses in Premium ranging from 25 to 40 minutes in duration.

Top courses: Guide to Mental Health & Wellbeing, Workplace Inclusion, Bullying & Harassment, Introduction to LGBTQ, Race and Ethnicity in the Workplace.

What new content partners have we added to the Content Hub?

Topic coverage: Business Skills, Sales, Leadership, Teamwork, Software, Sustainability, DEI.

1,200+ courses in Premium, ranging from 20 to 70 minutes in duration.

Top courses: Create and consolidate your digital identity, Learning agility to boost your self-development, Netiquette, Diversity management in the public sector.

Content is available in Spanish, English, Portuguese, English, and French.

What great new content have our current content partners added to the Content Hub?

Coorpacademy added over 1,100 courses, as they translated their top 500 courses into Spanish and Italian. 

CreativeLive refreshed its entire library, adding over 7,000 courses, covering a variety of topics, including photography, Photoshop, Dreamweaver, networking, and so much more.

Inspired eLearning added 40 new courses around information security.

Marcom updated their driving safety courses.

Mindscaling added a Coaching Skills for Manager course, in both microlearning and long-form formats.

Traliant added over 80 courses around compliance, diversity and inclusion, unconscious bias in health care, and more.

This month I took the course 'LGTBQI+ Movement: For an inclusive environment' from our new content partner isEazy.  This course was a deep dive into understanding the LGBTQI+ community and learning how to eliminate unconscious biases. Even as someone who is well-versed in this area, I found this course insightful and thought-provoking. I appreciated their approach to this topic and would recommend it to anyone who wants to learn more about how to build an inclusive environment in their organizations and communities.  

As we head into Pride month, we have a great playlist for you, all about  inclusion in the workplace – Recognize the Rainbow: LGBTQIA+ Awareness,  which you can find on our 12 Months of Learning calendar.

The Go1 Content Insider - May 2023 edition

As we head into Pride month, we have a great playlist for you all about  inclusion in the workplace – 'Recognize the Rainbow: LGBTQIA+ Awareness', which you can find on our 12 Months of Learning calendar.

We are thrilled to announce that Go1 has been recognised on Acadian Ventures’ Future of Work 100, placing 25th on the inaugural list. 

Created by Acadian Ventures, the Future of Work 100 is a definitive list of the leading, venture-backed Worktech companies that will define how work gets done in the future. The list is the first of its kind, showcasing the top WorkTech companies that have demonstrated strong market capitalisation and a focus on efficient growth.  

“Our vision for the Future of Work 100 is to highlight the importance of work technologies and recognise the leading companies that are building the tools and technologies that will define work in the future,” said Jason Corsello, general partner at Acadian Ventures.  

“We are thrilled to congratulate the honorees on the Future of Work 100 and their commitment to make work better, fairer, more meaningful, and ultimately more productive.”

Throughout the list, the companies featured have one key attribute in common: they seek to optimise productivity and efficiency via a new breed of technologies that are revolutionising the way we work. 

Of course, Go1 is no exception. Whether we’re highlighting foundational skills for the future of work, talking about how to train leaders of the future, or even discussing how you can prepare for an unknown future, we have long been casting one eye forward to the future of work. 

As such, we are honoured to receive this recognition and share the list with inaugural winners Workrise, as well as leading companies like Miro, Airtable, Checkr, and many more.

The companies recognised on the Future of Work 100 have raised a cumulative $30 billion in venture capital financing, with a total valuation of over $200 billion. To see the full list and methodology, visit www.futureofwork100.com.

We are thrilled to announce that Go1 has been recognised on Acadian Ventures’ Future of Work 100, placing 25th on the inaugural list.

Go1 recognised on the inaugural Future of Work 100 list

We are thrilled to announce that Go1 has been recognised on Acadian Ventures’ Future of Work 100, placing 25th on the inaugural list. 

Whether you’re an expert tailor, a digital marketing genius, or you like to get your hands dirty on a construction site, there’s one thing that every business has in common: an endless pursuit of productivity. How can you get an extra 0.1% edge over your competitors? How can you motivate employees to not just go through the motions, but go above and beyond? How do you ensure employees buy into your broader organisational strategy? While it’s easy to overcomplicate things and implement trendy productivity hacks, ultimately, the answer is simple. Productivity means fostering an environment where employees feel happy, valued, and engaged. 

But when everyone wants to boost their productivity, what will set your team apart? What is your point of difference? As is often the case, the answer is L&D. Creating a culture of learning can have a massive impact on your team’s productivity. For example, organisations with strong learning cultures are 52% more productive and 17% more profitable than their peers. And that’s just the tip of the iceberg. 

With this in mind, we’ll analyse how L&D can improve your team’s productivity. We’ll start by examining the state of productivity, before outlining five ways L&D can boost your team’s productivity. 

While every business wants to be more productive, it’s rarely that straightforward. Employees are only at their productive best when they feel valued and engaged. Thus, when it comes to productivity, you get out what you put in. If you’re merely going through the motions and paying lip service to your employees’ wellbeing, their effort and productivity will reflect that. 

Research shows that the average employee is productive for just 2 hours and 53 minutes per day, or 31% of an average 8-hour workday. Additionally, just 21% of workers say they are productive for an entire day. For managers and team leaders, these statistics should have alarm bells ringing. 

So, what factors affect workplace productivity? For starters, TeamStage finds that stress costs employers over $500 billion annually. That’s right, $500 billion. Unsurprisingly, 41% of employees say stress negatively impacts their productivity, while work overload reduces productivity by 68%. Finally, fatigue costs businesses $1,967 per employee per year in lost productivity. 

These points are worth emphasising: stress, fatigue, and unsustainable workloads all negatively impact productivity. The solution? Our brains need breaks. To maintain productivity, we need a chance to switch off and decompress, or else burnout is inevitable. A study by Microsoft demonstrates this, finding that participants who took short meditation breaks between meetings showed brainwave patterns with positive levels of frontal alpha asymmetry, which correlates to higher focus and engagement.

Interruptions also play a considerable role in declining workplace productivity. According to Time Magazine, the average office worker is interrupted a whopping 56 times per day, with 80% of these considered trivial interruptions. Even worse, it takes employees 25 minutes and 26 seconds to completely refocus after being interrupted. Obviously, it’s hard to be productive when you’re interrupted that often. 

Other common productivity roadblocks include poor communication, which 86% of professionals say is a leading cause of declining productivity, and unnecessary meetings, with 91% of people admitting they regularly daydream during meetings. 

On the other hand, happiness at work boosts productivity by 20% and working from home can increase productivity by 14%. What’s more, having a strong onboarding process increases productivity by 70%, while 60% of Millennials say flexibility is essential for their productivity. 

Finally, there is a strong correlation between engagement and productivity. According to Gallup’s 2022 State of the Workplace report, just 21% of employees are actively engaged at work. In other words, 79% of employees are disengaged! This is a shocking statistic, which should send a strong message to workplace leaders: take employee wellbeing seriously, or risk disengaged, unproductive workers. 

On the bright side, companies with engaged employees are 17% more productive, while highly engaged employees are twice as productive as the average worker. 

5 ways L&D can boost your team’s productivity 

So, productivity and engagement levels aren’t where most businesses want them to be. And that’s putting it lightly. As such, the question becomes, how can L&D engage employees and boost your team’s productivity? Here are five ways L&D increases productivity.

1. The more you put in, the more you get out

As we’ve covered previously, failing to invest in digital learning can be incredibly costly in the long run.

IBM finds that every dollar invested in online learning results in $30 worth of productivity. It’s the gift that keeps on giving! What’s more, well-trained employees increase their productivity by 10% on average. 

Further, in a recent survey, 42% of respondents said productivity levels increased significantly after introducing L&D initiatives, with some adding that productivity levels skyrocketed by as much as 40%. 

Accordingly, 72% of organisations believe their business gains a competitive advantage by investing in digital learning — largely due to the productivity boost. 

According to a recent report, 80% of employees say that L&D increases their productivity. It’s worth taking a second to reiterate that point: 4 out of 5 employees think they are more productive thanks to L&D. 

That’s not all, as there is once again a strong correlation between productivity and engagement. 75% of employees say L&D benefits their engagement and overall job satisfaction. Moreover, 90% of HR managers agree that training improves employee productivity and development.

Lastly, 91% of companies say upskilling and reskilling have led to a productivity boost, while 80% of employees say upskilling and reskilling have boosted their confidence. 

At this point, it’s clear that L&D is an effective productivity booster. But exactly how effective is it? A study by the National Center on the Educational Quality of the Workforce (EQW) sought to quantify this. 

During the study, researchers increased the number of workplace L&D opportunities and the value of office equipment by 10% each. These increases led to an 8.6% productivity gain when employees had more access to L&D vs a 3.4% productivity gain for upgraded office equipment. 

As such, not only is L&D an excellent way to boost productivity, but it is more effective than other common productivity-boosting tactics. 

We’ve spoken time and time again about the benefits of developing a strong learning culture. For instance, high-performing organisations are 5x more likely to have an extensive learning culture.

Given this, it should be no surprise that a strong learning culture can also boost productivity. Organisations with strong learning cultures are 52% more productive, 17% more profitable, and 92% more likely to develop novel products and processes! 

As we’ve established, there is a strong correlation between productivity and engagement. Remember, companies with engaged employees are 17% more productive. 

And, surprise surprise, L&D is a fantastic way to increase engagement. In fact, 92% of people say well-planned training programs have a positive effect on their engagement. 

Additionally, Culture Amp finds that employees who have access to the appropriate L&D materials are 21% more engaged than those who don’t.

Want more productive, engaged employees? Look no further than L&D. 

Productivity means fostering an environment where employees feel happy, valued, and engaged. With this in mind, we’ll analyse how L&D can improve your team’s productivity.

How L&D can boost your team's productivity

Productivity means fostering an environment where employees feel happy, valued, and engaged. With this in mind, we’ll analyse how L&D can improve your team’s productivity. 

Today we are announcing that Go1 has acquired Blinkist, a mobile-first learning app summarizing key ideas from professional books and podcasts, which is used by tens of millions of people worldwide. The acquisition forms the foundation of an innovative new model of corporate learning, which seeks to engage learners through their day-to-day lives.

At Go1, our goal is to provide organizations with access to high-quality, meaningful content, and we can now take that a step further to meet learners where they are. It's a model that's unmatched in the learning market, and one we're very excited about.

By joining forces, we can offer our customers and partners access to Blinkist's full library of digests of key ideas from professional development books, which have already proven to be among Go1's most popular and engaging titles. Importantly, in time we can give users the power to learn outside traditional workplace settings. Employees will be able to read, listen, or watch content at any depth — a sound bite, a 15-minute summary, or a full course — on any device, and at any time or location.  

“We started Blinkist as a service for learners but saw growing interest from companies in recent years,” said Holger Seim, CEO of Blinkist. “Combining forces with Go1 lets us capitalize on this trend and establish Blinkist as a strong addition to companies’ learning mix, while continuing to grow our consumer brand.”  

Go1 and Blinkist share a common goal of fostering a lifelong love of learning, and the two organizations already have a strong partnership in place. The combination of the Blinkist and Go1 libraries represents a powerful set of learning assets for customers of both companies. We will keep our customers and partners updated as we integrate Blinkist into the Go1 product portfolio and build out new capabilities.

“I have been following the Go1 journey for a number of years and believe in the impact and opportunity that education affords,” said Charles Conn, chair of Patagonia, co-founder and partner of Monograph Capital. “As a co-author of Bulletproof Problem Solving, I know first-hand how critical it is to reach a broader audience and it is great to have our audiobook, book summary, and short course all available through one subscription in the future. Go1's acquisition of Blinkist will significantly expand top content offerings to its users, increasing access and knowledge from authors and researchers to empower learners and organizations across the world.”

To the Blinkist team: We're proud to have you join us at Go1!

Today we are announcing that Go1 has acquired Blinkist, a mobile-first learning app summarizing key ideas from professional books and podcasts, which is used by tens of millions of people worldwide.

Go1 acquires Blinkist, launching a new model of learning

We're proud to announce that Go1 has acquired mobile-first learning app Blinkist. 

Blinkist connects people with powerful ideas from leading authors and experts to broaden perspectives, gain knowledge, and spark understanding in all areas of their life, both personal and professional. Used by over 25 million people worldwide, Blinkist finds the most relevant, impactful books and podcasts and distills them down to their key ideas, which can be read or listened to in 15-minute explainers called Blinks. In addition to individual learners, over 1,500 organizations around the globe have already chosen Blinkist for Business to empower their teams at their point of need—anytime, anywhere. 

The acquisition of Blinkist is a major step to accelerate our vision of engaging a billion people with learning they love.  

Our goal is to provide organizations with access to high-quality, meaningful content, and we can now take this a step further by meeting learners where they are. For more than 40 percent of online corporate learners, that's on their cell phone – and this is where Blinkist excels.  

By joining forces, Go1 and Blinkist are disrupting the corporate learning landscape to create the first offering that serves the whole learner. Now there is a new model that allows a user to jump in at any depth – a sound bite, a 15-minute summary or a full course – on any device, and at any time or location. 

It's an approach that actively influences more learners to engage with more content, enabling our customers to achieve their learning goals and recognize genuine business impact. 

What are the benefits for my organization? 

The model provided by Go1 and Blinkist is unmatched in the learning market. We believe that its capacity to support learners' needs and drive business impact for our customers, Blinkist provides us with a significant competitive edge. In turn, this will help our content partners to reach more organizations and more learners and deliver growth and scale. 

What are the changes to Go1's content model? 

We understand that Blinkist's approach to content may raise some questions about Go1's core operating model. However, we want to reassure you that this will not change. 

Blinkist works with book authors and publishers to produce summaries of existing content – and on that point it's important for us to be clear that Go1 has no plans to become a content creator. As mentioned above, Go1 and Blinkist are exploring the ability to bring content summary capabilities to select content partners to access 

Similarly, Go1 will remain platform agnostic, allowing us to maintain our strong relationships with our content partners. Blinkist already follows a similar model with publishers and authors to generate high-value content. 